Editorial Board Guest Author

Mr. Rossette

Fernando Garcia Rossette

Managing Director, Grand Velas Resorts

With more than 30 years of hospitality experience, and most recently as Managing Director of Grand Velas Riviera Maya, Fernando Garcia Rossette was appointed Managing Director for the Grand Velas Resorts in Riviera Maya and Rivera Nayarit, as well as Casa Velas, a boutique hotel and ocean club on the Marina Vallarta Golf Course in Puerto Vallarta, in October 2011. As the opening General Manager of the Grand Velas Riviera Maya in 2008, Mr. Rossette was responsible for overseeing about 1,500 employees at the resorts three ambiances, spa and food and beverage outlets. Having been the opening general manager for Grand Velas Riviera Nayarit, its sister property, Mr. Mr. Rossette was attracted to the post for the challenge of opening the next iteration of the Grand Velas brand which he feels is set apart by the breadth and depth of its ultra-luxury facilities and services. Prior to rejoining Grand Velas in 2008, he was the Managing Director for the Four Diamond, condo-hotel development Las Palomas Beach and Golf Resort in Puerto Peñasco, Mexico. With a degree from the Tourism School in Granada, Spain, Mr. Rossette’s expertise is finance. He has often been recruited for his great success in turning lackluster properties into successful ventures, including tenures at the Holiday Inn in Puerto Vallarta as the Director of Operations, the Hotel Sierra Radisson Plaza in Manzanillo, Mexico as the Property Director and the Stouffer Presidente Cancun Hotel as the General Manager. Mr. Rossette is a member of the Chaine de Rottiseurs and in his free time he enjoys playing tennis, reading and having great food and wine with his wife.

Author's Articles

Human Resources: An Era of Transition

Traditionally, the human resource department administers five key areas within a hotel operation - compliance, compensation and benefits, organizational dynamics, selection and retention, and training and development. However, HR professionals are also presently involved in culture-building activities, as well as implementing new employee on-boarding practices and engagement initiatives. As a result, HR professionals have been elevated to senior leadership status, creating value and profit within their organization. Still, they continue to face some intractable issues, including a shrinking talent pool and the need to recruit top-notch employees who are empowered to provide outstanding customer service. In order to attract top-tier talent, one option is to take advantage of recruitment opportunities offered through colleges and universities, especially if they have a hospitality major. This pool of prospective employees is likely to be better educated and more enthusiastic than walk-in hires. Also, once hired, there could be additional training and development opportunities that stem from an association with a college or university. Continuing education courses, business conferences, seminars and online instruction - all can be a valuable source of employee development opportunities. In addition to meeting recruitment demands in the present, HR professionals must also be forward-thinking, anticipating the skills that will be needed in the future to meet guest expectations. One such skill that is becoming increasingly valued is “resilience”, the ability to “go with the flow” and not become overwhelmed by the disruptive influencesof change and reinvention. In an era of transition—new technologies, expanding markets, consolidation of brands and businesses, and modifications in people's values and lifestyles - the capacity to remain flexible, nimble and resilient is a valuable skill to possess. The March Hotel Business Review will examine some of the strategies that HR professionals are employing to ensure that their hotel operations continue to thrive.